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Business and industry in India are going through a phase of change as never
witnessed before. Given the size of national economy, the role of Public
Enterprises and the emerging diversity & dynamism in the private sector, it is
difficult to describe accurately its scope. A healthy national economy is dependent
upon healthy growth in business and industry. A healthy growth in business and
industry, in turn, primarily depends upon the quality & potential of its Human
Resources. Thus, the most important factor for survival and development,
particularly in this age of rapid change and growth, is human capacity. Customer
oriented, quality conscious, cost efficient and multi-skilled manpower will
determine the core competency of modern organizations, for it is the man behind
the machine and not the machine alone that will provide the cutting edge.
During the last few years Bharat Petroleum Corporation Ltd. (BPCL) is also
striving to grow in a competitive global scenario. The Corporation continues its
quest for good quality products and customer delight to meet the challenge. In such
a situation, human resources and their competency play an important role, as the
real strength of organization depends upon the strengths and capabilities of its
human capital.
EXECUTIVE SUMMARY
Bharat Petroleum Corporation Limited (BPCL) is the second largest oil
company in the India. It is one of the Indian representatives companies on the
Fortune 500 & Forbes 2000 listing and occupies the 3rd position amongst the six
Indian companies who have made into the list. It is NAVRATNA public sector
undertaking. Every year, BPCL visits the campuses of top ranked Engineering
colleges and Business Schools for hiring new talents all over India. The newly
joined employees undergo detailed Induction Program at its corporate office
located at Mumbai.
Company makes a call to the selected candidates for
Induction program of BPCL . After that Induction Program co-ordinator get the
confirmation from speakers and freezes the Induction Schedule.
At first day of Induction Program company do welcome of
Management Trainees. HRS(West) make complete their joining
formalities. At first day of Induction Program company call the
Bank person for open their salary account and also fill up the
Identity Card Form for issuing their Identity card. During this 2
weeks program company visit them into Refinery and Lubes
plants. After completion of their two weeks classroom program we
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divided them into groups of 6 and send them for their 4 weeks
field training for Engineers at various Retail, LPG & Lubes plant; 2
weeks field training for Management
their field training in your plant, please help them and also send
a feedback form so that they can give the feedback of each MTs.
During Classroom Training, company do all arrangement of their
accommodation and food and when they go to their field training
company booked their travelling ticket for up and down, and
territory arrange their accommodation with the help of HRD.
Company give amount of Rs. 20000 to each student for their
expenses and after completion of their field project, MTs return to
corporate office Mumbai. When MTs return to Mumbai company
again do all arrangement of their accommodation and food till
their allocation. In Corporate office, MTs have to present the
PowerPoint presentation to companys senior panel. And after the
presentation MTs will allocate to various location at BPCL.
As a summer trainee I cant directly intervene in
Induction Program. But with the help of my seniors I was interact
4
TABLE OF CONTENT
1. Preface .. 3
2. Acknowledgement .. 5
3. Executive Summary ... 6
4.About the Company
3.1.
3.2.
3.3.
Company overview 15
3.4.
Board of Directors 17
3.5.
BPCL Infrastructure . 18
3.6.
Vision of BPCL 19
5
3.7.
3.8.
CHAPTER I
INTRODUCTION OF PETROLEUM INDUSTRY
Petroleum is a natural resource that is created within the earth. Petroleum, which is
natural oil found underground, is also called fossil oil, because it was formed from
the remains of tiny sea plants and animals that died millions of years ago. The first
petroleum company was Seneca Oil founded in 1858 in Pennsylvania by George
Bissell and Jonathan Eveleth. Originally it was called the Pennsylvania Rock
Oil Company with the objective of collecting oil from a spring at Titusville,
Pennsylvania. They hired Edwin Drake to dig a well at nearby Oil Creek. He
struck a flow of oil at 70 feet producing 25 barrels per day, which was pumped up
and stored in a bath tub.
Drake pioneered the method of drilling within a
cast iron pipe to prevent collapse of the hole due to water seepage, which in
principle is the method used today. The oil was refined to give kerosene which had
a ready market as lamp oil, thus replacing whale oil. Kerosene soon became a
convenient domestic heating fuel, and 100 years later a jet engine fuel. This
technological success set the scene for rapid development of the oil industry
throughout the USA and world.
The
USA now ranks third in World oil production with 1190 million barrels per day,
after Saudi Arabia (1620 mb/day) and Russia (1570 mb/day). About 90% of
petroleum is refined into fuels and 10% used as feedstock for the petrochemical
industry. Today there are basically four important fuel fractions of oil refining
viz., gasoline, the middle distillates (kerosene and diesel fuel) and fuel oil, given in
order of decreasing of vitality.
In 19th century, we had the internal combustion
engine to power the automobile, which required gasoline as fuel.
The diesel
engine soon found its niche area to power heavy machinery in industry and mining.
Where did all this oil come from? 200 years ago there was none to be seen,
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sediments? The two theories are not mutually exclusive. The Russian oil
geologists developed the Abiotic Theory of oil genesis and applied it to oil
exploration from the 1950s onwards, the result being that Russia is the second
largest oil producer in the world. The Earth is a unique planet having an active
plate system with some plates being sub ducted to great depths of 70 kms or
more and being melted into magma, such as all along the Andean Cordillera and
elsewhere. Vast amounts of carbonate rocks such as limestone and dolomites and
old coal deposits etc., which under reducing conditions are theorized to
be converted in hydrocarbons of various types, and then up it comes to the earths
surface through fracture zones. Humbolt was the first to suggest a volcanic origin
for petroleum.
In conclusion, I think we need to keep an open
mind on the theories of petroleum genesis, because it is so important for future
exploration and production. Our present standard of living is dependent on a ready
supply of hydrocarbons for transport and heating purposes. The history of the
petroleum industry shows how we have got to our present prosperous state. It is by
application of new theories and new technologies to petroleum that will ensure us
a happy and prosperous future.
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was
just
250,000
tones
per
annum
and
the
entire
Ltd.
11
13
COMPANY OVERVIEW
Bharat Petroleum Corporation Limited (BPCL) is the second largest oil
company in the India. It is one of the Indian representatives company on the
Fortune 500 & Forbes 2000 listing and occupy the 3rd position amongst the six
Indian companies who have made into the list. It is NAVRATNA public sector
undertaking. It is an employee oriented company and believes in the philosophy
that happy employee will put his best foot forward with the customers. Hence,
BPCL has taken many steps to make the organization a great place to work for.
Bharat Petroleum Corporation Limited (BPCL) traces its history to 1928 when
the Burmah Shell Oil Storage & Distribution Company of India was incorporated
in England to enter the petroleum products business in India.
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It has Seven following customer facing Strategic Business Unit (SBU) viz. Retail,
LPG, Lubes, Aviation, Industries & Commerce, Refinery, Gas. Currently, There are
49 Bottling Plants, 4 Refineries and 29 Aviation of BPCL at all over India. Of these
6 are International Airports, 4 are considered as major International Gateway
Airports, 2 to meet exclusive Indian Air force requirements, 1, at Gwalior, catering
to both Indian Air Force and Civil Aircrafts and remaining small domestic airports.
15
BOARD OF DIRECTORS
Shri Ashok Sinha, Chairman & Managing Director
Shri S.Mohan, Director (Human Resources)
Shri S. Radhakrishnan, Director (Marketing)
Shri S.K. Joshi, Director (Finance)
Shri R.K. Singh, Director (Refineries)
Shri T Balakrishnan, Principal Secretary (Industries &
Commerce), Govt. Of Kerala
Shri P.K. Sinha, Additional Secretary and Financial Advisor
Smt. Rama Bijapurkar, Director
Shri S.K. Barua, Director
Prof. A.H. Kalro, Director
Prof. N. Venkiteswaran, Director
16
BPCL INFRASTRUCTURE
17
18
VISION OF BPCL
BPCL AT A GLANCE
Staff Strength
( Marketing & Refineries)
13898
19
Management Staff
4877
Non-Management Staff
-Clerical
2167
-Labour
6854
Turnover
Government
54.93%
FIIs/OCBs/NRIs
8.66%
Indian FIs/Banks/MFs
19.65%
20
Employees / others
21
16.76%
JOB GROUPS
K-
C & MD
J -
Director
I -
Executive Director
H-
General Manager
G-
F-
Chief Manager
E-
Senior Manager
D-
Manager
C-
Deputy Manager
22
B-
Assistant Manager
A-
Executive
23
DIRECTOR
HR
ED (HRD)
ED (HRS)
DGM
(QCC)
DGM
(HRS)-W
DGM
(HRD)
DGM
(HRS)-CO
DGM(HR)
Entities
GM (TALENT
MGMT).
GM
(Admin)
24
Chief
Mgr(HRS)North/East/
South
DGM
(C&B)
25
CHAPTER - II
Q. What is Induction ?
Ans Induction is a most important and vital role at the time of introduction to the
new recruit about the organisation. Based on the Induction the organisations
reputation will go further to the public. Induction is the process by which new
employees are integrated into organisation so that they become productive as soon
as possible. The dictionary meaning of Induction is initiation means a formal
entry into an organization.
Companies spend vast amount of money on Recruitment,
getting just the right people for their organization. Induction programs are creative,
engaging, fun and do the job of reinforcing for people that they made the right
choice. The starting point of a good induction program is to welcome new people
and introduce them to the culture of the organization; to, indeed, help them feel
they've made the right decision and to get them to start their new job committed,
engaged and productive.
There are two categories of Induction program :a) Employee Handbook
b) Induction Training
ii)
iii)
27
iv)
v)
vi)
28
It is expensive.
ii)
It takes time.
iii)
iv)
29
v)
30
Make it Two-way.
Use local heroes, Champions, and enthusiastic spokesperson during
the
programme.
Let them know how things work.
Let them know what the company expects of them.
Find out what their expectations are.
Be flexible.
Have fun.
Be clear what your key messages are.
Get them involved in describing and engaging with whatever your
'product'
is.
Make it personal. Find out what's going on for them.
2. Meet BPCLs initial legal obligations, relating to joining formality, PF, gratuity,
superannuation schemes etc.
4. Support new employees so that they can effectively & competently carry out
their job as soon as possible.
5. Form the basis for further individual development.
7. Help support individuals & reduce turnover rates amongst newly appointed staff.
34
35
FOR ENGINEERS
JOINING OF MANAGEMENT TRAINEES :- After completion of
companys recruitment process, company formed the batches and called them for
Induction Training
for companys
arrange the accommodation and food for their employees. Then prepare the
schedule for induction and get the conformation from relevant speaker.
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc. This is
common for all i.e Engineers, MBAs and CAs.
After completion of 2 weeks classroom Training split the Batches into small
groups of 6. It formed total 8 Groups or 10 groups as per the convenience of the
trainees and groups are formed radomizely for their field project but while forming
groups we need to take care,Trainees should not go to their native place for their
field project.
FIELD PROJECT FOR 4 WEEKS :- For their field project company send
them to BPCLs plant such as Lubes, LPG, etc. where they have to prepare their
project within 4 weeks. Company bear all the expenses during the training period.
Company booked the ticket for sending them into various plant either by Airline or
Train whatever is convenience. Before that company send a request/inform to
various plant that our trainees are going to your plant for 4 weeks field work
project so trained them and help them to prepare their project. Corporate office
send a information mail to each plant to guide them and also send a Retail Training
Kit for MTs and a Questionnaire which is to be administered to the MTs at the end
of the training and the test marks are send to BPCL corporate office by each plant.
Send a feedback form to each palnts for responses. In mean while company
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booked the ticket for their returning from their field work to company Corporate
Office.
38
FOR MBA
JOINING OF MANAGEMENT TRAINEES :- After completion of
companys recruitment process, company formed the batches and called them for
Induction Training
for companys
arrange the accommodation and food for their employees. Then prepare the
schedule for induction and get the conformation from relevant speaker.
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc. This is
common for all i.e Engineers, MBAs and CAs.
After completion of 2 weeks classroom Training split the Batches into small group
of 6. It formed total 8 Groups or 10 Groups and groups are formed radomizely for
their field project but while forming groups we need to take care, Trainees should
not go to their native place for their field project.
FIELD PROJECT FOR 2 WEEKS :- For their field project company send
them to BPCLs plant such as Lubes, LPG, etc. where they have to prepare their
project within 2 weeks. Company bear all the expenses during the training period.
Company booked the ticket for sending them into various plant either by Airline or
Train whatever is convenience. Before that company send a request/inform to
various plant that our trainees are going to your plant for 2 weeks field work
project so trained them and help them to prepare their project. Corporate office
send a information mail to each plant to guide them and also send a Retail Training
Kit for MTs and a Questionnaire which is to be administered to the MTs at the end
of the training and the test marks are send to BPCL corporate office by each plant.
Corporate office also send a feedback form to each palnts for responses. In mean
40
while company booked the ticket for their returning from their field work to
companies Corporate Office.
41
FOR CAs
JOINING OF MANAGEMENT TRAINEES :- After completion of
companys recruitment process, company formed the batches and called them for
Induction Training
for companys
arrange the accommodation and food for their employees. Then prepare the
schedule for induction and get the conformation from relevant speaker.
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc.
member
would
allocate
them
in
different
Finance
43
S.No
SBU/Entity
Initiative
1.
Marketing
2.
HR
Resourcefulness
3.
Refinery
Drive
4.
Finance
Discipline
5.
HRD
Communication
6.
HRS
7.
Gas
Cooperation
8.
HRD
Punctuality
9.
QCC
Willingness
to work with his own hands
10. Lubes
11. ability
Retail
Learning
to (Ability to absorb &
12. LPG
analyse info.)
13. CSR
14. Compensation & Benefits
15. Aviation
OS
Duration
1/2 Hr.
1/2 Hr.
1 Hr.
1/2 Hr.
1/2 Hr.
1 Hr.
1 Hr.
1 Hr.
1 Hr.
1 Hr.
1 Hr.
1 Hr.
1 Hr.
2 Hr.
1 Hr.
VG
GD
MG
Speaker
Director
Director
Director
Director
Executive Director
Executive Director
Executive Director
DGM
DGM
Logistic Strategy Mgr.
General Manager
Senior Manager
Assistant Manager
DGM HR
Manager In-charge
:-
Location
:-
SBU
:-
44
OS - outstanding
Signature of Appraiser
VG - very good
Name :-
GD - Good
Designation :-
MG - Marginal
Date :-
45
Flowchart for
INDUCTION PROGRAMME FOR ENGINEERS
JOINING OF
MANAGEMENT
TRAINEES
2 Weeks Classroom
Training
Presentation of
Project
Allocation of
Trainees
46
JOINING OF
MANAGEMENT
TRAINEES
2 Weeks Classroom
Training
Presentation of
Project
Allocation of
Trainees
47
JOINING OF
MANAGEMENT
TRAINEES
2 weeks
classroom
training
1 week training
in finance dept.
Allocation of
Trainees
48
METHODOLOGY
The Petroleum sector is marked with a high level of attrition and therefore
Induction Program becomes a crucial function of the organization. At BPCL,
Induction Program is all time high during June-July and Nov-Dec. The Induction
Program is high during these months because BPCL recruit the candidate through
campus.
Since my summer training was in the months of June-July, it gave me the
opportunity of involving myself directly with the Induction Program and analyzing
the process so that suitable recommendations can be given. This project is centered
on improving the Induction Process of BPCL. Therefore, it requires great amount
of research work. The methodology adopted was planned in advance so as to
collect data in the most organized way.
I was directly involved with the Induction of BPCL for Engineers who were
hired from various IITs, NITs and Top ranking college of India such as IIT, Delhi;
IIT, Mumbai; NIT, Calicut; NIT Durgapur; NIT, Allahabad; MNIT, Jaipur; SVNIT,
Surat; Jadavpur University; College of Engineering, Pune; MGIT, JNTU
Hyderabad; RGPV Bhopal; HBIT Kanpur; AEC BEED; BIT Mesra, Ranchi; BITS
49
Pilani, Delhi college of Engg; NIT, Jamshedpur; NIT, Patana; SPCE, Mumbai;
VJTI, Mumbai; VNIT,Nagpur; WCE, Sangli;etc.
Before any task was undertaken, I was asked to go through the Induction
Program of BPCL so that I get a better understanding of the process followed by
them :-
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52
RECOMMENDATION
During the Induction Program, Speaker should use the collar
microphone in the training room because some speakers voice is not
audible till the last bench due to that some session is not become
interactive .
During the classroom training
operating the PPTs..
53
:- ..
DESIGNATION :-
AGE
:-DATE
:-
No
Q.3. If yes, where and which companys induction program you have attended ?
54
Ans -
Q.4. What was the duration of induction program?
Ans - .
Q.5. How was the BPCLs induction program please rate the following topics:- (1- Very Poor, 2Poor, 3- Good, 4- Very Good, 5- Excellent).
No
Q.8. Any thing extra would you like to suggest to improve this Induction program?
Ans- ..
55
BIBLIOGRAPHY
1.
2.
3.
4.
5.
6.
7.
8.
BPCLs intranet.
www.citehr.com
www.iocl.com
www.hpcl.com
www.gail.com
www.google.com
Human Resources Management by C.B.Memoria.
Employee of Infosys.
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